Duane Morris LLP - The Inside View

Duane Morris may well be one of the most recognizable legal brands in its home city of Philadelphia, but its reputation extends far beyond the City of Brotherly Love. With 24 offices across the country, DM is one of the most extensively national firms out there; Philadelphia and Chicago were represented heavily on our list of associates, but juniors were also plying their trade in locations such as San Diego, New York, Miami, Austin, and Cherry Hill. Internationally, DM’s focus is very much on Asia, where it is one of the few US firms to have significant coverage in Vietnam and Myanmar. Under its Duane Morris & Selvam joint law venture, the firm also maintains offices in Singapore and Shanghai. A sole European outpost can be found in London. 

DM’s strongest collection of Chambers USA accolades are still centered on its home turf of Philly, where it receives high praise for its expertise in areas like healthcare, general commercial litigation, tax, employee benefits & executive compensation, and bankruptcy & restructuring. Highlights elsewhere include insurance work across California and Texas, as well as communications know-how in Chicago; construction capabilities in New York; and its IP offering inAtlanta. On a nationwide scale, DM leads the country when it comes to cannabis law, and is also recognized for its insurance litigation, immigration, and construction practices. For incoming junior associates, the decision to join was a no-brainer: “Everyone was so willing to explain things to me and they valued my opinion: when I first joined someone asked me a question and my response was ‘Whatever you think!’ but they turned around and said, ‘No, tell me what you actually think about this!’” 

Duane Morris is a Top 10 firm for Associate Satisfaction and three other categories in our 2023 survey.

The Work 

DM’s trial, corporate, and employment, labor, benefits and immigration (ELBI) groups held the most associates on our list, but a few could be found in areas like private client, health law, and IP. In trial, “we have cochairs of the group who monitor workflow and juniors’ interests in certain areas, but you can also reach out directly to partners and source work that way.” Corporate has an “assignment committee that keeps track of everyone’s hours and makes sure that no one is overburdened,” but interviewees did say that assignment is nonetheless “largely free-market – the work just keeps flowing naturally!” Those in labor and employment also found a hybrid system in place that combined organic and formal work assignment. 

“There's never been a task that I’ve been turned away from because I’m too junior.” 

DM’s trial practice is broadly divided into various 'divisions' including white-collar, securities, product liability, appellate, IP, commercial, and construction. Newbies are asked to pick a primary and secondary division when they join. On the latter front, sources had been working on government investigations and SEC matters: “Our cases typically occur in the finance space and we’re looking into fraud and money laundering allegations.” Interviewees liked that they weren’t “pigeonholed into one area – you get to choose your own adventure based on the work you’re seeking out and getting staffed on.” This meant that interviewees had plenty of scope to work on a wide range of commercial matters as well: “You usually get brought onto a case once discovery has started and you help with the initial doc review. But then you can do things like assist with pleadings, respond to complaints, draft motions and appellate briefs – there's never been a task that I’ve been turned away from because I’m too junior.” Having a chance to work on cannabis industry matters was also a deemed a perk: “The adult use of cannabis continues to be legalized across states, so arguing cases around cannabis licenses in a new industry is really cool.” 

Trial clients: The Texas A&M University System, Direct Energy, AIDS Healthcare Foundation. Representing an individual in a case concerning the false testing of advanced fighter bombers used by the US Navy and Air Force.

Corporate sources told us that there was a mix of M&A, finance and regulatory matters to get involved in. “We have a strong M&A group here in Philly and we have partners who bring in both public and private deals,” an interviewee noted. “The Chicago office is particularly strong when it comes to commercial finance matters.” The gaming industry provided associates with an array of regulatory matters to work on, which involved “preparing applications for gaming licenses – the regulations are changing constantly, so you do a lot of research and confirm everything for the client. You also get to draft the applications for the licenses.” Those who had worked on the finance side found that they were typically working for the lenders on transactions, and matters had been tied to sectors like retail and manufacturing. On M&A deals, “you’re in charge of the diligence aspects and coordinate with specialists, and as you get more senior you become more involved in the purchase agreement.” 

“... you’re presenting to the judge in court as the face of the company.” 

Corporate clients:  Apex Global Solutions, Runway Healthcare, clinical exchange software company Secure Exchange Solutions. Representing Pipeline Health System in the sale of two of its hospitals.

In labor and employment, “there are attorneys who take part in labor negotiations with and against the unions, but we also cover the litigation aspect of the practice when, for example, there are discrimination matters, and there’s also the general advice and counsel items that we take care of for clients.” Sources found that “every year you get more responsibility and there’s more expected of you. You’re not a background player – you’re directly communicating with the client as a source of authority and you’re presenting to the judge in court as the face of the company.” Is that nerve-wracking? “It’s the anticipation of it that’s most nerve-wracking. Once you’re in front of a judge or jury you just get into the flow of it and start off-the-cuff reacting.” 

Labor and employment clients: Hunter Business School, Philadelphia Zoo, Fire and Police Pension Association of Colorado. Defending Apple Bank for Savings in a wage and hour class action concerning the alleged misclassification of its branch managers.

Career Development 

Juniors told us that they were fortunate enough to have three official mentors at the firm: an associate, a junior partner, and a senior partner. “We also have mentorship pods,” a source noted. “They are based on our preferences, which is great because it means we have informal mentors we can turn to – just because you’re officially assigned a mentor doesn’t mean that you’re necessarily comfortable going to them for advice.” In addition, “we have an extensive career development program,” a junior enthused. “We have internal sessions on how to build relationships, public speaking, and depositions for litigators.” Our corporate interviewees were just as happy, with this one commenting that “we will go over agreements and the considerations within them on a monthly basis. All the partners that I’ve worked with concern themselves with my development and take the time to sit down and go through stuff with me.” 

“... they dedicate a lot of time to ensuring that associates are happy and are being looked after.” 

Making partner “obviously takes time and hard work, but it’s achievable,” the majority of our sources agreed. “From the fourth or fifth year, you’ll sit down with the partnership heads for a formal introduction to the process. However, I have an idea about what goes into it at the moment, including the quality of work, hours billed, community involvement, and the profitability required.” Sources took comfort in the fact that “partners acknowledge that associates are important to developing the firm and play a fundamental role, so they dedicate a lot of time to ensuring that associates are happy and are being looked after.” 

Culture 

“I’ve found it to be a really energetic, enthusiastic environment,” a source happily declared. “No one is trying to show that they’re better than you – everyone is just trying to elevate you!” This emphasis on egalitarian support was reflected in DM’s “assignment structure – they want to make sure that everyone gets the same experiences out of the work.” This interviewee flagged that “you can ask someone a question regardless of their seniority and can expect an enthusiastic response. People do take an interest in junior attorneys’ development and there are two partners who make sure I’m getting good work and learning opportunities.” When it came to feedback, “it’s constructive and they’re always conscious that nothing comes across as harsh!”  

“... practice group meetings, lectures, dinners, spa sessions, and beach days – all paid for by the firm!” 

The other plus about the culture was that it was felt to be consistent across the offices: “I think the firm operates as one and no location is treated as a silo. We work on matters across the offices all the time, so people know each other and there’s consistency. When we have large firm gatherings it’s great, as everyone is already familiar!” We heard about an annual firmwide retreat, which most recently brought DM’s lawyers together in Florida for a weekend of “practice group meetings, lectures, dinners, spa sessions, and beach days – all paid for by the firm!” The firm’s annual DE&I retreat also received praise - this year's will be held in Philadelphia. In addition, “the firm also hosts weekly happy hours, which are always nice, as well as a ton of events over the summer!” At the same time, “they do respect that we have lives outside of the office – there's a lot of camaraderie, so people are willing to help and cover for you if you’re away!” 

Hours & Compensation 

Billable hours: 1,950 target 

The billable target is “achievable - especially if you’re in the corporate group!” one source enthused. Another commented that 1,950 hours isn’t “excessively burdensome – I would say that it’s a well-balanced goal.” That balance still requires a fair amount of work, however, as this junior was keen to point out: “The math works out as you billing 40 hours a week for the whole year, and naturally not everyone is going to be working 52 weeks every year. Plus, there are some weeks where you will bill under that, but usually the workflow gets you there in the end.” Both starting salaries and bonuses were said to be below market by our sources. “I’ve been told that people are compensated fairly at the mid- and senior-level associate ranks,” said one, while another mentioned: “I know my starting salary, but I don’t know what I’ll be making next year. Both the salary levels and the bonuses are black boxes.” The firm did tell us it recently increased starting salary to $205,000 in Philadelphia, Dallas, DC, New York and Austin. Miami, San Diego and Newark-based associates all start off on lower pay. Although salary is not lockstep beyond this point,  everyone gets a bonus so long as they hit the billing target.

“There’s a fully hybrid model here and we are treated like adults.” 

Our interviewees tended to start their days between 8am and 9am and log off from work anywhere between 7pm and 10pm. Finishing times “fluctuate as it all depends on what’s going on and if you have a deadline to meet,” said one source, who added: “There’s not a requirement for us to be in the office at certain times. There’s a fully hybrid model here and we are treated like adults. The desire for us to be in the office a few days a week is more about maintaining the culture and building relationships.” This junior was pleased to report that they’d had the freedom to “create my own schedule – as long as you are getting your work done, it doesn’t matter where you work.” Associates tended to agree that they had a good work/life balance in the context of BigLaw, with this relieved junior telling us that “it’s not like you’re sitting at your computer for 15 hours a day. You do get to have some time to yourself in the evenings.” 

Pro Bono 

“Yes, I’ve done a ton of pro bono!” was the immediate answer we received from one source when we asked about pro bono. “We get 100 hours of billable credit for pro bono and I’m going to hit that this month.” Another junior mentioned that “there are people who commonly bill more than 100 hours due to the substantive nature of the pro bono matters they’re working on.” While there’s no strict minimum that associates need to hit, they are strongly encouraged to complete at least 20 hours of pro bono each year.  

“It feels like I’m doing something that is really helping someone.” 

“The pro bono group is great because we have a dedicated partner and special counsel who both source a variety of opportunities,” an interviewee enthused. This junior, meanwhile, told us that “you’re really encouraged to get involved in any area that you would like to explore – no one would ever come to you and say, ‘You’re assigned on this matter,’ as they believe you should do what you want to do.” Our sources had done a lot of immigration and humanitarian work, as part of the firm’s “big push to help refugees.” Others had represented individuals in small claims courts during credit disputes and found that there were various corporate-oriented opportunities as well: “Some people have focused on helping Mexican entities that are trying to do business in the US and vice-versa.” Assisting with parole applications and providing general support to nonprofits also came up in our conversations, but no matter what our sources were doing, they all found it worthwhile: “It feels like I’m doing something that is really helping someone, and it’s way more hands on!” 

Pro bono hours 

• For all US attorneys: 31,929
• Average per US attorney: 36 

Diversity, Equity & Inclusion 

“I think they’re making a lot of effort and putting money into gradually improving our diversity profile at the firm,” a source summarized. A lot of praise was bestowed upon DM’s partner and chief DE&I officer, Joseph West. “The firm is the most diverse it’s ever been; we’re Mansfield certified plus; and we held our diversity retreat a couple of weeks ago,” another interviewee highlighted. At the retreat, “they brought in a lot of outside speakers who were discussing diversity in the workplace and how to increase the pipeline of diverse candidates coming through – there were so many excellent panels!” 

“... they have safety nets in place to make sure that no one’s being affected negatively by implicit bias.” 

“We have a whole department for DE&I, so it’s very clear that they are making an actual effort,” a junior commented. “I also like that they have certain policies in place to help diverse attorneys and they have safety nets in place to make sure that no one’s being affected negatively by implicit bias.” Interviewees also spoke highly of the firm’s affinity networks, with this source telling us that “the Latino group meets on a monthly basis to discuss – among other things – the matters we’re working on. It shows that Latino power is great at the firm!” Juniors were also happy to tell us that the more traditionally male-dominated areas are more balanced at DM: “In fact, there was a point when almost all the corporate associates were women.” Another positive was the firm’s approach to wellbeing, with this interviewee explaining that “there’s a mental health Zoom activity available most days, including yoga sessions and meditations. They talk about doing different things to promote good mental health.” 

Get Hired

The first stage: recruitment on and off campus  

OCI applicants interviewed: 345 

Interviewees outside OCI: 39  

Duane Morris conducts interviews across the breadth of the country, with OCI locations ranging from Pennsylvania through Illinois, to Texas, and far beyond. Coupled with this, the firm also collects resumes from a similarly varied offering: be it Harvard, University of Michigan, Boston College, Vanderbilt, Columbia, Drexel and more, the firm has an eye cast over a wide net. From 867 applications in 2022, the firm interviewed 384 students, and averaged around 20 students a day at each school (although this naturally varies depending on the school). The firm also attends diversity job fairs such as Philadelphia Area Diversity Job Fair and The LGBT Bar Association - Lavender Law Career Fair. Much to be expected, the firm utilizes the OCIs to get a reading on each candidate. Academic achievement, an array of school and extracurricular activities, plus relevant and beneficial work experience are all sought after by the attorneys – predominantly alumni from the respective schools – who conduct the interviews.  

Top tips for this stage:  

“Research the firm, provide specific examples of your abilities and accomplishments, and explain your connection to the city where you hope to spend the summer.” – a member of the hiring committee  

Callbacks  

Applicants invited to second stage interview: 134 

With OCIs under the proverbial belt, callbacks are the next stage for successful candidates who will meet with four attorneys in half-hour time slots. Attorneys – usually members from the Recruitment and Retention Committee – ask a series of behavioral interview questions focusing on a number of things: judgment, analytical ability, motivation/work ethic and teamwork, communication skills, professionalism, time management and leadership potential. Alongside this, Duane Morris stresses the importance of flexibility. “Be able to think on your feet,” notes the firm, “and provide specific examples personal to you, as opposed to offering generic responses.”  

Top tips for this stage:  

“Demonstrate polished and coherent oral communication skills, appropriate interview attire, critical thinking and problem solving.”  

Summer program  

Offers: 55 

Acceptances: 26 (anticipated 2023)  

Duane’s summer program gives students a chance to “embrace opportunities and to demonstrate an ability to succeed.” Opportunity-wise, there are many experiences to be gained in “assisting lawyers in matters of importance to the firm, clients and the community.” Be it observing depositions, hearings, trials, client and board of directors’ meetings, or negotiating sessions and closings, the program asks summer associates to “demonstrate genuine curiosity to learn about the firm and the different practice areas,” as well as showcasing “a desire to grow professionally by embracing new challenges.” With training in abundance – orientation programs, courses on legal theory skills, writing and negotiation workshops, and more – summers are encouraged to throw themselves into it all. Coupled with this, the social side of the program is also a good opportunity to demonstrate one’s character. Whether at a sporting event, a museum visit, a bowling night, or a dinner hosted by a member of firm management, the firm and associates alike stress the importance of being committed to it all. Offers of employment aren’t department-specific.  

Top tips for this stage:  

"Duane Morris is a vibrant firm with a great history, and we look forward to bringing in stellar candidates from diverse backgrounds who can contribute from day one," the firm told us. "While a high percentage of summers return as entry-level associates, offers are made based on the performance over the course of the program."